[chambo622]

> You likely can’t accurately compare level numbers or titles directly between companies, even with tools that provide mappings between companies.

Companies may claim this but it can't really be true in practice, otherwise it would be impossible to level incoming candidates

[mtrpcic]

You should level incoming candidates based on their performance during interviews, their prior projects and portfolios, not what level they were labelled as at a previous company. I don't care if you were a Level 38 at Foo Inc., I'm going to interview you and compare what I think you're capable of to the levels at my company and make a recommendation based on that.

[chambo622]

Most interview processes I've been a part of had a target level for the candidate, with the possibility of leveling them up or down based on the outcome of that interview.

There are other reasons why leveling can be important - the expectations of the candidate around title and comp, for instance.

This is why sites like levels.fyi exist. They are surely not perfect and I don't know much about how the data is collected or verified, but it's a question that people want answered.

[sjg007]

Interviews should be pass or not pass. Leveling is a bet and a risky one based on a 45min interview. It is probably best to ask the candidate what they want and tell them where the options are to help that bet pay off.